As your company develops your 2021 Recruitment Strategy, are you examining your processes to determine if your company is driving Women who are Top Talent away from your website and unintentionally perpetuating the Gender Wage Gap? Many companies do so daily.

Our Company Values Diverse Candidates!

Your company may claim to value diverse candidates and employees. Does your Recruiting process drive them away?  Far too often, companies are proud of their Applicant Tracking (ATS) or Human Resource Information System (HRIS).  Their Human Resource Department (not generally Sales Professionals) and the engineers (also generally not Sales Professionals) work together to screen candidates out. One of the methods to screen out candidates is to ask them their Current Compensation. Consider that studies demonstrate that most women are paid less than their male counterparts. Asking female candidates their current compensation or salary requirement perpetuates the Gender Wage Gap because those candidates will require less compensation than their male counterparts. Simple psychology is at work. Candidates earning higher levels of compensation are more confident asking for higher compensation than those candidates earning 10 – 15% less.

Fortunately, the following states/territories/city governments outlawed the current salary question – Alabama, California, Colorado, Connecticut, Delaware, District of Columbia, Georgia, Hawaii, Illinois, Kentucky, Louisiana, Maine, Maryland, Massachusetts, Mississippi, Missouri, New Jersey, New York, North Carolina, Ohio, Oregon, Pennsylvania, Puerto Rico, South Carolina, Salt Lake City Government, Vermont, Virginia state government, and Washington. If your company has operations in any of the listed states, Human Resources would be wise to certify compliance.

What Is The Impact Of Requiring A Salary Requirement?

Isn’t nice when someone comes clean?  My third question during a screening call with a new candidate is – “What are you seeking in this new position, including compensation?” If they refuse to give me a number, I slap my forehead and say to myself, “They must have read my book!”  Then I interview them for the position.

If they respond with a number that is out of the question, I sadly tell them that it is higher than my client values the position. They will sometimes say that is their rock bottom number and our interview is done.  Other times, they say they were told they should ask for a lot more – they definitely did not receive that advice in my books!

Look at your company’s talent acquisition process. Does your company require a candidate to give you their salary requirement prior to submitting a resume? Why? I know why but it is important to understand this practice also perpetuates the Gender Wage Gap. 

Why Does Requiring a Response to the Salary Requirement Perpetuate the Gender Wage Gap?

Answering this question requires knowledge of people and their behavior. Please consider, people who earn higher incomes are more confident to “require” more income than people who earn lower incomes. This is a simple equation.

Therefore, if a company requires any candidate to give a number prior to a conversation about the job requirements, Top Talent departs the applicant tracking system and looks elsewhere for their next position.  Would you like to hear the TRULY bad news? You did not even know they were there. Therefore, your company is perpetuating the Gender Wage Gap – and many of the people doing so are Women! Ironic, isn’t it?

The Talent Acquisition system is broken. The people hired typically are even called recruiting coordinators or recruiting clerks. What possibly could go wrong? At conferences, I have heard these Human Resource “professionals” say, “If they will not follow our process, we do not want them!” Wow! Is your company trying to sell the Top Talent to join you this way? Remember, most of the Top Talent think and ACT outside the box.

The whole process lands in the Executive laps. Are you satisfied with the status quo? If so, great.  You have no motivation to change things up.

However, if you would like a conversation on how to ATTRACT talent instead of using a system to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).

I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple.

The RecruiterGuy.com Top Talent Attraction business model is my differentiator.  I focus on one client at a time and charge a flat monthly fee.  This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training.  https://recruiterguy.com/

Learn how I coach my Career Transition Clients in my most recent book – Employee 5.0: Secrets Of A Successful Job Search In The New World Order  http://amzn.to/2D9w39f  My book includes an appendix with action verbs and sample interview questions.

I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.

See you on Tuesdays! Feel free to click on Follow Us to receive my #TalentAttraction Thought Leadership every week or to Share my Just Saying Thought Leadership with your Network through Twitter and Facebook.

Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.

Bill@RecruiterGuy.com  435-714-4425

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©1999-2020 B. Humbert – Provocative Thinking Consulting, Inc. –

USA 01-435-714-4425 Bill@RecruiterGuy.com

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